The proposed study primarily aims to identify the advantages of cross-training in mental health and substance abuse for the Mental Health Director to consider a cross-training program implementation. In general, cross-training allows employees to learn other responsibilities in addition to their own tasks because they share knowledge and skills, address each other’s concerns or issues, and maximize their productivity while performing their primary functions. It is a beneficial means of having other human resources to complement or make adjustments for an absentee whenever it is needed.
This low-cost strategy allows organizations to enhance employees’ skills and increases knowledge about another field of expertise instead of looking for new applicants that would fit to the workload that is available. Given the advantages of cross-training for the enhancement of the twelve counsellors’ performance through learning knowledge and skills in both areas of mental health and substance abuse, the program will be facilitated by resource speakers and team leaders from each department for three months which will be conducted an hour before work periods which will be extended to ensure that their duties will not be affected.
An estimated amount of $1000-$2500 will be for the trainers’ compensation, learning materials, and facilities to be used. It is expected that the counselors would be able to function effectively in another filed of specialization whenever they are needed since they will be taught about different approaches and strategies in counselling clients with either any of the problems. The counselors will become competitive and flexible for the additional responsibilities. Proposal
The Essay on Role of Mental Health Nurse in a Forensic Unit
The role of the mental health nurse MHN) while always having the same basic skills set will have a different emphasis within the various service settings such as Community, Acute or Forensic which is the topic of this essay The forensic MHN specialises in the assessment and treatment of people who may be mentally ill and are normally in the criminal justice system with the service provided in a ...
Training workers different skills and providing them useful information about related functions will help organizations to maintain high level skills, make employees perform at optimum levels and master new jobs or skills, and become more productive (Kolak, 2003; Dubois & Rothwell 2004).
Therefore, any organization that wishes to empower its employees needs to consider cross-training opportunities. The advantages of cross-training have been recognized to improve performance efficiency of health workers and professionals in the healthcare industry (Van Hook & Ford, 1998; Sacks, Sacks, & Stommel, 2003).
Cross-training is one of the cost-effective development strategies in improving performance efficiency (Minter & Thomas, 2000; Kolak, 2003).
Research Questions 1. What are the advantages of cross-training in both mental health and substance abuse departments? 2. How does cross-training improve the functions of the 12 counselors in the institution? 3. How will the cross-training program be effectively implemented? Research Objectives 1. To review literature regarding cross-training and its advantages and implementation strategies. 2.
To conduct a survey through standardized questionnaire to analyse the perceptions and opinions of health care practitioners on the importance and benefits of cross-training. 3. To interview key persons regarding the strategies in implementing cross-training. 4. To formulate recommendations based on the findings and conclusions for the performance enhancement of the mental health and substance abuse counselors. Methodology The study will employ a descriptive research design in investigating the concept of cross-training and the possible outcome of implementing such human resource management strategy.
This approach involves qualitative and quantitative analyses of data. Survey methods will be used to obtain information from literature, interviews and questionnaire survey. Information from literature will strengthen the reliability of the actual findings. References Van Hook, M. P. & M. E. Ford (1998).
The Research paper on Training and Developing Employees
An off-the-job management development technique that involves presenting a trainee with a written description of an organizational problem is called a(n): a. action learning program. b. case study method. c. management game. d. coaching/understudy approach. 47. The following are features in the case study method, except: a. faculty providing the correct answer so students understand the case. b. ...
The Linkage Model for Delivering Mental Health Services in Rural Communities: Benefits and Challenges. Health and Social Work 23(1), 53+. Minter, R. L. & E. G. Thomas (2000) Employee Development through Coaching, Mentoring and Counseling: A Multidimensional Approach.
Review of Business 21 (1), 43. Kolak, J. (2003).
Buildings. “Basic Training: Cross-trained Employees can Solve Skills Shortages. ” Cedar Rapids, Iowa: Stamats Communications, Inc. Sacks, S, J. Y. Sacks, & J. Stommel (October 2003) Modified Therapeutic Community Program for Inmates with Mental Illness and Chemical Abuse Disorders. Corrections Today 65(6), 90+. Krueger, N. F. & A. S. Dean (2002).
An Intentions-Based Model of Entrepreneurial Teams’ Social Cognition. Entrepreneurship: Theory and Practice, 27(2), 167+.
